TABLE OF CONTENTS

1. Introduction page 2

1.1. Outline of Training Session: Content

2. Rationale of Training page 5

2.1. Differences between Australia and Mexico: Hofstede

2.2. Analysis of Participants Needs

3. Training Evaluation page 10

4. Conclusion page 11

5. References page 12
1. Introduction

Currently we are in the middle of the globalization era, when borders are

disappearing and most of the firms have a worldwide presence, recruiting people with

more and more international experience or who are prepared to work overseas is a

necessity. This paper, summarises the business and cultural aspects of Mexico.

Our first training session has 4 basic sections describing Mexico itself, the

cultural and social aspects in everyday life, communication and work, including a

business component comparing Hofstede levels in regards to Mexico’s working

environment, compared to Australia’s.

This training session is important as expatriates will be informed of certain

cultural and business practices to look out for in advance, overall reducing any effects

of culture shock.

In Mexico they are many international corporations who hire people from all

over the world, they are used to having contact with international staff, however

people are still very rooted to their culture and care a lot about certain aspects of

making business that´s why, learning and understanding the culture of Mexican

business is fundamental in order to maintain a successful business environment as

well as an international relationship.

This paper will analyse important business and social aspects of Mexico that

are vital to employees being relocated, as it gives them a basic training session and a

brief understanding of the way Mexican firms and people work compared to practices

in Australia.

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1.1. Outline of Training Session: Content

The first training session gave an overview of Mexico. Information for this

session was gathered mostly from the personal experiences of our group member who

is an exchange student from Mexico. This gave us a better, more personal

understanding of Mexico and its comparisons to Australia as well as what is important

to note for others travelling there. Her insight also allowed us to discuss information

that is not so publicly described or understood, such as the corruptions of the

government and union. This is all shown in the first practical presentation, a training

session on Mexico.

Firstly, the training session introduced the important facts and statistics of the

country, including the location of Mexico, the population, the climate conditions to

expect, religious dominancy, government influence of the country and the type of

money used and accepted in Mexico. This gave the expatriates a general awareness

and understanding of Mexico, as well as insight into everyday living in the country.

Next, the business aspect was outlined, specifically Hofstede’s cultural

dimensions of power distance, individualism, masculinity, and uncertainty avoidance.

This was a source of information for the expatriates, to gain a better business

expectation of Mexico and thus, be able to alter the way they work accordingly when

transferred to Mexico.

Information regarding the business protocol of Mexico is one of the most

significant aspects of the presentation for the expatriates. Content included

information surrounding business manners, meeting etiquette, dress standards, work

and social events and office protocols, which is important to survive the business

world in Mexico.

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 Numerous important cultural and family aspects were included in the

presentation, as Mexico has a strong traditional culture compared to Australia’s

younger more modern culture. It is important to know and understand these social

graces and rules of social etiquette to ensure that a business or social relationship is

built on mutual understanding and respect and not of misunderstandings and conflicts.

Comparisons were made between Mexico and Australia regarding general social

etiquette rules and norms. Incorporated was information regarding how expatriates

should meet and greet others in Mexico, what to do when invited for dinner, gifts to

avoid, and dining and food etiquette.

Finally, common Mexican phrases and language information was included, so

that upon arrival in a foreign country, expatriates have a basic understanding and

ability to speak to others and get to where they need to go without a struggle or

offending the locals.

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2. Rationale of Training Session

This cross-cultural training session is for participants planning to work in

Mexico and aims to provide general understanding of the cultural differences,

language, social norms, as well as business and work practices between Mexico and

Australia.

The purpose behind the cross-cultural training session is to first evaluate the

needs of the participants and then constructively help them understand, learn and

develop a greater awareness of differences in culture where a common cultural

framework is not present i.e. that of Australia and Mexico.

Developing awareness between two cultures for the participants reduces

culture shock and enables the participants to promote clear communication and foster

relationships based on mutual understanding and respect.

A critical evaluation of a training session helps determine the effectiveness of

the training program and the needs of the participants. Evaluation then helps discover

the effectiveness the training session on the learner and what are, if any, future

changes require.

2.1. Differences between Australia and Mexico: Hofstede

To assist in the move to Mexico, we firstly need to take into consideration the

many differences in our two cultures. It is important to know and understand these

differences as it will impact the way in which you behave in social and business

environments. We may believe that we have the same traits, behavioural patterns, and

human instincts as one another however we are all very different and that is reflected

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from our cultural surroundings. Therefore it is essential to gain further knowledge of

Mexico and its culture prior to entering the country.

Geert Hofstede theorises five key cultural dimensions; power distance index,

individualism, masculinity, uncertainty avoidance index and long-term orientation

(Adler, 2008 & ITIM International, 2009). Utilising these cultural dimensions for the

presentation we believed would have equipped the participants with the appropriate

theoretical knowledge required. Therefore we decided for the purpose of the

presentation to select the four main cultural dimensions to elaborate on.

Power Distance Index (PDI) measures the degree of equality and inequality

between members of institutions, organisations and general society. In a country such

as Mexico with a high PDI indicates the inequalities of power and wealth as there is a

strong emphasis on hierarchical relationships and respect for authority. Australia on

the other hand has a low PDI indicates that members of society are treated more as

equals regardless of formal positions. In Mexico it can be observed that those in

authority openly demonstrate their rank, subordinates are not given important work

and are expected to take the blame, the relationship between boss and subordinate is

rarely close or personal (Kwintessential, 2009).

Individualism (IDV) focuses on how much a culture emphasises the rights of

individual versus those of the group. In a country like Australia which is ranked

second highest in IDV members of society are expected to develop and display their

individual personalities and the ability to choose their own affiliations. Mexico on the

other hand has a low IDV therefore have a more collectivist culture; people are

defined and act more as members of a long-term group, such as family, a religious

group, a town etc. In Mexico it has been noted that “we” is more important than “I”,

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conformity is expected and perceived positively, the rights of the family are more

important, and rules provide stability, order and obedience (Kwintessential, 2009).

Masculinity (MAS) measures the degree to which a culture reinforces the

traditional male or female values. It is also one of the least understood as many people

tend to associate it with masculinity literally. In essence it looks at the degree to

which 'masculine' values like competitiveness, assertiveness, ambition and the

acquisition of wealth and material possessions are valued over 'feminine' values like

relationship building and quality of life. A high scoring country such as Mexico

have a more acute degree of gender differentiation whereas in low scoring countries

there is less differentiation and discrimination between genders. In Mexico, it is

acceptable to settle conflicts through aggressive means, women and men have

different roles in society, and their priorities are achievement, wealth and expansion

(Kwintessential, 2009).

Uncertainty avoidance (VAI) looks at the level of tolerance for uncertainty

and ambiguity within a culture. Cultures with a high VAI score will have a low

tolerance for uncertainty and ambiguity. This is seen through more formal structures,

being a more rule-oriented society that institutes laws, rules and regulations. A low

scoring country such as Australia is less concerned about ambiguity and uncertainty

and is less rule-oriented, more ready to accept change, consider new ideas and take

more and greater risks. Mostly younger nations such as the US and Australia score

lower in VAI. According to ITIM International (2009) people from high VAI remain

longer and typically with their one company/employer. Whereas people from low

VAI tend to change employers more frequently, Hofstede’s cultural dimension of

individualism (IDV) may also contribute to these circumstances. In Mexico it can be

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 observed that this dimension is as a result of the country’s long history, and the

population is not diverse, risks are generally avoided in business and new ideas and

concepts are more difficult to introduce (Kwintessential, 2009).

Figure 1. Hofstede’s dimensions comparing Australia and Mexico.

2.2. Analysis of Participants needs

The information and data that we collected for our presentation would help

participants in the training session because they would have learnt the different

culture that Mexico has and the way in which business is conducted there. If someone

was to do business in Mexico, they would need to know how to act in a meeting to

ensure that they do not offend anyone from Mexico because this could affect the

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outcome of the meeting and the international relationship. Our presentation included

facts about Mexico, dress codes for meetings, how to meet and greet during a

meeting, how Mexicans meet and greet, and the theory that is underlying this. Our

presentation involved all the correct information that any participant in the training

session would need to know before going over to Mexico to conduct a meeting. If

they were to go to Mexico all they would have to do would be to go over our

presentation slides and this would be very useful for them.

When you travel to other countries, it is common that you might go through a

culture shock because you weren’t aware of the different culture in other countries if

you didn’t conduct any research before travelling there. It is always helpful to

research the culture of the country you are travelling to and this is why our

presentation would help participants be aware of the different culture in Mexico. It is

better to know about the countries culture then to go over there and do something that

the citizens do not like and then be exposed to their different culture. Our presentation

would also lessen a participants anxiety, disorientation, uncertainty and confusion

about the country and they would be well prepared for everything Mexico has to

offer.

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3. Training Evaluation

The initial training session failed to meet a number of criteria that are

necessary for the expatriates to know. These outstanding issues have been addressed

and will be incorporated into the consequent training sessions on Mexico.

Accommodation was not discussed in the initial training session about

Mexico, and would be a major concern for expatriates as they attempt to relocate their

lives and their families to a foreign country. Important information that would be

included in the following training sessions would include the type of living

arrangements the company is intending to provide to their employee while they are

working in Mexico, would it be an apartment, a hotel room or a house, and does it

accommodate the needs of the expatriate. Also, details describing the location of the

accommodation would be included, as well as the distance to local schools, shops,

recreational centres, the airport or the office.

Information regarding the travel arrangements in Mexico is vital information

for expatriates, and would make life in a foreign country less complicated. Details of

public transport should be made available, including information on how to take a

taxi, where the local train or bus station is situated, as well as the average prices

should be outlined, so as the expatriate can decide whether it is better to purchase a

car personally, or make other travel arrangements, where the company has not already

organised to do so. Other important knowledge that may follow, would be details

such as the crime rate of their location or the homelessness rate, or other significant

factors they must look out for.

More information about the currency rate and its exchange rate between

Australia and Mexico is necessary for the expatriate to gain a better understanding of

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 the cost of living in Mexico, this includes food, clothing, transportation, and petrol

just to name a few.

By providing the expatriate this knowledge before they depart, it ensures all

issues are discussed and clarified, and made suitable to the employee to enable the

expatriate a smooth transition into Mexico, with minimal culture shock and ambiguity

in expectation.

4. Conclusion

The evaluation of the training session has revealed that the session

incorporated more theory than was desired. However this was deemed necessary as on

a business level expatriates require to be thoroughly aware of all information before

they embark on the actual experience. The practical component based on feedback

evaluations were successful with subsequent presentations still to come.

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5. References

Adler, N.J. (2008) International Dimensions of Organisational Behaviour, (5th

Edition), Thompson-South Western Publishing, Australia.

ITIM International 2009,’ Geert Hofstede Cultural Dimensions’, viewed September

24 2009, < [Link]

Kwintessential Ltd, 2009, ‘Mexico – Language, Culture, Customs and Etiquette’,

in Kwintessential Intercultural Communication, accessed 22 September 2009,

from <[Link]

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